It's not just older generations getting in on the snarling. Turns out we millennials don't even like ourselves.

According to a Pew Research study, it's the generation most critical of itself. Fifty-nine percent described their generation as self-absorbed, and only 36 percent described their generation as hardworking. Thirty nine percent of millennials identified their own generation as idealistic.

So how did we get to the point where even millennials snarl at millennials? And what good does it do for us to see only the bad of a generation?

As we welcome a new generation of young adults to the workforce, maybe we can agree to do it snarl-less. That starts with learning how to hire and train the fledgling workers of Generation Z with enthusiasm for their gifts.

Help Gen-Z improve communication

A recent survey of U.S. teen smartphone users and their parents indicates that both groups agree that they may be spending too much time on their phones. Now what?(Photo: hobo_018 / iStock)

Finding strategies to work with them will be essential, because there are going to be more of them. Gen-Z will make up 32 percent of the global population in 2019, surpassing millennials at 31.5 percent, according to Bloomberg, which denotes Gen-Z as being born in or after 2000.

They will come with their own set of challenges, all of which have practical solutions.

A Deloitte 2017 study described Gen-Z as "anticipated to bring an unprecedented level of technology skills to the workforce," but the generation expresses concern about their own deficiencies in interpersonal communication.

"In a study of 4,000 Gen Z participants, 92 percent are concerned about the generational gap that technology is causing in their professional and personal lives," the study said. "Another 37 percent expressed concern that technology is weakening their ability to maintain strong interpersonal relationships and develop people skills."

What does this mean? Hiring managers should look for candidates with the communication, problem solving and logic skills that are hard taught.

Some companies are identifying these skills in job candidates by incorporating problem solving or team activities into interviews to evaluate the cognitive skills of each candidate.

Gen-Z also wants flexibility and variety. The good news for employers? Gen-Z considers job security a top career goal, the Deloitte study said. One suggestion was to offer them small projects across various departments to give young workers a taste of new experiences while staying with the same company.

And, like millennials, Gen-Zers crave feedback and coaching, which is a great way to train someone in the soft skills areas, or to review and learn from mistakes made.

Focus on Gen-Z's gifts

(Photo: GETTY IMAGES)

And, speaking as one of those (insert snarl here) millennials, remember that the generation one falls into is but one trait that determines the whole of a person. Millennials don't want to be defined as Millennials, nor will Gen-Zers.

"All professionals expect their experience to be specific to their personal preferences and goals," the Deloitte study said. "While generational trends can point us in a direction, an employee’s experience should be a unique path."

Your Gen-Z workers will crave feedback, so give it to help them hone their skills. And accept that they, much like millennials, demand a healthy, inclusive culture and flexibility.

This generation will adapt and change as time goes on. Look at your business, and evaluate the ways you can make room for the traits and preferences Gen-Z workers will bring. Find ways to meet them in the middle instead of fighting against the change, which is futile.

Even, dare I say it, identify the strengths of the incoming generation and capitalize on them? Strengths-based leadership can have a huge impact on the happiness and productivity of employees.

A Gallup study showed that overall only 13 percent of employees reported being engaged at work. But of the employees who agreed that their employers focused on their positive characteristics, 67 percent reported being engaged at work.

"A focus on employee strengths proceeds from the simple notion that we are all better at some things than others and that we would be happier and more productive if we spent more of our time doing those things," the study concluded.

Don't try to make Gen-Z (and for that matter, us disgruntled millennials) what they're not, make them better at what they are.